Paths to Power. Lauren Rose Carrasco, Amanda Sisley, Monica Zeitlin
|
|
- Ginger Page
- 5 years ago
- Views:
Transcription
1 Paths to Power April 6, 2009 Lauren Rose Carrasco, Amanda Sisley, Monica Zeitlin
2 PROBLEM STATEMENT Women still lag behind men in holding senior management and executive positions. RESEARCH PROJECT We focused on how people arrive to power within the current constraints and the characteristics and actions required to achieve power. Research explains why women struggle to achieve power due to stereotypes, obstacles, and lack of opportunities. However, there is little research examining how people arrive to power. Power is influence and decision-making ability. Male and female students describe achieving power similarly in general, but use gender stereotypes when describing power for the opposite sex. Analysis of expectations vs. realities of power highlighted minor similarities and differences and provided new insights. FINDINGS PATHS TO POWER Question: How do men and women arrive to positions of power? Goal: Use this knowledge to help more women achieve power in the workplace We examined differences by gender and expectations vs. realities. The methodology included an online survey of MBA students and interviews with people in power Next steps focused on two areas: application and research. Training and mentorship programs increasing awareness of gender stereotypes and perception management are necessary. New research is needed to analyze if men and women exhibit the characteristics and actions identified in this study and the impact on their careers. NEXT STEPS
3 The problem is, it s still lonely at the top for women 3% F500 CEOs 6.2% F500 Top Earners 15.2% F500 Board Seats 15.7% F500 Corporate Offices 50.6% Professional Management 46.3% US Labor Force Women still lag behind men in terms of holding positions of power. There is a large body of research explaining why: Workplace gender stereotypes Work-life balance obstacles Lack of structured networks and sufficient mentors Our research looked at the problem of women and power in the workplace. Women still do not hold as many positions of power as men, and there is already much research explaining why women struggle to achieve power. Source: Catalyst Research, February 2009
4 We explored how people arrive to positions of power CENTRAL RESEARCH QUESTION How do people, both men and women, achieve positions of power within the current paradigm of obstacles and constraints? Objective 1 Identify characteristics, actions, and tools for achieving power Objective 2 Examine differences along the path to power by gender Objective 3 Determine differences between expectations and realities of power Hypothesis 1 Men and women arrive to power differently, using dissimilar characteristics and actions Hypothesis 2 Expectations and realities differ regardless of gender Our research focused on identifying how people arrive to power, the characteristics and actions required, and any differences by gender and between expectations and realities.
5 Two paths to understanding expectations and realities of power 23 Multiple Choice and Open-ended Questions 13 Openended Questions Survey Link to Full- and Part- Time Students Select Power Professionals in Various Fields 116 Respondents: 43 Female 73 Male 6 Interviewees: 3 Female 3 Male Cross-tab Evaluation of Data Qualitative Analysis of Data Expectations Reality P O W E R We used 2 different research methodology components: an online survey taken by MBA students on expectations of achieving power and qualitative interviews with people in senior level positions about experiences.
6 Breaking down the sample demographics SURVEY Sample size: 116 current MBA students 62.8% Male, 37.2% Female 77.9% Full-time, 22.1% Part-time 45.1% 1st-years, 51.3% 2nd- years, 3.6% 3rd-years (part-time only) 92.9% are less than 35 years old and 60.3% are between years old 94.7% with less than 10 years of full-time work experience and 54.3% with 2-5 years of experience INTERVIEWS Sample size: 6 current professionals 53-year-old African American female in consulting 45 year-old Caucasian male in consulting 36 year-old Caucasian female in finance 62 year-old Caucasian female in non-profit 52 year-old Caucasian male in marketing 60 year-old Caucasian male in sports management These demographics illustrate that our survey sample was representative of the MBA student population, allowing us to explore our research objectives. The interview sample provided varying perspectives of the reality of power.
7 MBA Students define power as influence and decision-making Percentage of responses per definition of power Influence and decision-making ability stand out as the most often sited definitions of power in the workplace, coupled with authority, respect, title/position, ability to get things done and change.
8 MBA Students agree on the general characteristics and actions for power CHARACTERISTICS Good Communicator Influential/Persuasive ACTIONS Demonstrate the ability to make important decisions Self-confident Seek allies/ build a network All respondents, regardless of gender or other segmentation, consistently identified these three characteristics and two actions as the most important for a person in a position of power.
9 Gender stereotypes emerge when describing power for the opposite sex Men s Perceptions Characteristic/ Action General Ranking Ranking for Women Intelligence 5 1 Hardworking 9 5 Seek allies/build network Outperform co-workers Women s Perceptions Characteristic/ Action Good Communicator General Ranking Ranking for men 1 4 Assertive 8 3 Charismatic 12 6 Aggressive 15 5 Advocate for self 4 1 Men and women tended to characterize themselves more like the general person in power while the opposite gender was often given characteristics or attributes that highlighted typical gender stereotypes.
10 Women believe men and women arrive to power differently We stated, Men and women arrive to a position of power in the exact same way Percentage of MBA students who disagreed or strongly disagreed with this statement TOTAL MEN WOMEN 53.1% 42.5% 72.1% Students who disagreed mostly believed that differences were due to gender stereotypes, while the rest listed personality differences. Although more women than men believe there is a difference, they are still no less likely than men to use gender stereotypes when describing power for the opposite sex. 72.1% of women disagree that men and women arrive to power in the same way, but women still persist in using gender stereotypes about men.
11 Realities and expectations converge, diverge, and bring new insights SIMILARITIES Achieving a position of power in 5 years Definition of power Most believed there is a difference in path for men and women, but obstacles are decreasing DIFFERENCES Importance of luck beyond characteristics and actions Interview participants used gender-biased characteristics and actions to describe self. Reality emphasized actively seeking out opportunities and others to learn from. NEW PERSPECTIVES Viewpoints of Generation Y varied greatly among interview participants Role of personality in different paths to power beyond gender Interview subjects provided insight into the realities of power in the workplace. There were equal amounts of similarities and differences between expectations and reality and new perspectives on the issue of power.
12 Next steps for paving the path to power Gender-based stereotypes of power are declining in the workplace, but still persist Increase awareness of gender stereotypes and path to power differences through training and mentorship programs Applications Emphasize importance and provide training on perception management for MBA students and employees Research Expand research by increasing sample size, exploring other power components (personality), and focusing on a broader definition of power Conduct new research on how women and men exhibit these characteristics and actions in the workplace and how that impacts their power Next steps focus on immediate application and continued research. The most critical next step is to analyze how men and women exhibit these 5 key characteristics/actions in the workplace and determine if that is the reason why there are fewer women in positions of power.
13 Appendix I - Sample Breakdown Program Graduation Year Gender Population Sample Size (Survey Respondents) Full Time 2010 Female Male Female Male Female 37 6 Male 80 5 Part Time 2010 Female 31 4 Male Female 27 2 Male 35 2 Total Female Total Male GRAND TOTAL
14 Appendix II - Survey Questions PATHS TO POWER SURVEY We are interested in how people define and view power in various work contexts. We would greatly appreciate it if you could take a few minutes to answer the following questions. Please note, there are no right or wrong answers to these questions; we are just interested in your opinions and beliefs. All completed survey respondents will have the opportunity to participate in a drawing for several $25 itunes gift cards. 1. How would you define power in the workplace? [Blank] 2. Based upon your definition of power, do you plan to achieve a position of power within the span of your career? Yes No 3. How long do you anticipate it will take after business school to achieve a position of power as you have defined it? Less than years 5-10 years years years More than 20 years
15 Appendix II - Survey Questions (con t.) PATHS TO POWER SURVEY, continued 4. Please choose 5 of the characteristics below that you think are the 5 most important characteristics of a person in a position of power in the workplace. Next, rank these 5 characteristics in order from 1 to 5 by choosing a button below, where 1 is "most important" and 5 is "least important," characteristic of a person in a position of power in the workplace. If you do not believe a characteristic is one of the top five characteristics, please leave the buttons next to it blank. Adapt to changing situations Aggressive Assertive Charismatic Cool/calm under pressure Fair Forward-thinking Good communicator, conveyor of information Hardworking Influential/persuasive Intelligent
16 Appendix II - Survey Questions (con t.) PATHS TO POWER SURVEY, continued Likeable Passionate Risk-taker Self confidence Team player 5. Please choose 5 of the actions below that you think are the 5 most important actions a person needs to take to achieve a position of power in the workplace. Next, rank these 5 actions in order from 1 to 5 by choosing a button below, where 1 is "most important" and 5 is "least important," action a person needs to take to achieve a position of power in the workplace. If you do not believe an action is one of the top five actions, please leave the buttons next to it blank. Ability to guide/advise/mentor Actively seek out new career and development opportunities and be willing to take many approaches/try new things Advocate for themselves, making sure successes & ideas are recognized Consider/solicit different perspectives
17 Appendix II - Survey Questions (con t.) PATHS TO POWER SURVEY, continued Demonstrate ability to make important decisions Find mentors, particularly people in positions of power Outperform co-workers Participate in firm activities with co-workers, both external (drinks/dinner, outside entertainment) and internal (community service projects, committees) Seek allies/build a network 6. If you had 100 points that represented the characteristics, actions and other things that help someone to achieve a position of power, how would you allocate these points among each of these factors? Characteristics (ex: self confident, risk-taker, etc) = Actions (ex: seek allies, find a mentor, etc) = Other (if you believe there is no other factor, enter 0) = If you allocated points to "Other" factor(s) above that help someone to achieve a position of power, please describe what those other factors are. If you did not allocate any points to "Other" please enter N/A.
18 Appendix II - Survey Questions (con t.) PATHS TO POWER SURVEY, continued 7. Which kind of professional network do you think is more effective? Small and deep, composed of a few people you know very well Wide and shallow, composed of many people that you know as acquaintances Other (please specify) 8. When you look for a mentor, would you prefer (select only one): Someone who can support and guide you Someone who is in a position of power Other (please specify) 9. To what extent do you agree/ disagree with the following statement: Men and women arrive at the same position of power in the exact same way. *choose from strongly disagree, disagree, neutral, agree, strongly agree If you selected strongly disagree or disagree in the previous question, please specify why. Otherwise, please enter N/A. [Blank] 11. Of the characteristics below, which three (3) characteristics, in no particular order, would you most identify with a man in a position of power? [See response options to Question 4] 12. Of the characteristics below, which three (3) characteristics, in no particular order, would you most identify with a woman in a position of power? [See response options to Question 4]
19 Appendix II - Survey Questions (con t.) PATHS TO POWER SURVEY, continued 13. Of these actions below, which three (3) actions, in no particular order, would you most identify with a man in a position of power? [See response options to Question 5] 14. Of these actions below, which three (3) actions, in no particular order, would you most identify with a woman in a position of power? [See response options to Question 5] 15. What kind of MBA program are you in? Full-time Part-time 16. What year are you in your MBA program? First year Second year Third year (part-time students only) 17.How many years of full-time work experience do you have? Less than years 6-10 years years years More than 20 years
20 Appendix II - Survey Questions (con t.) PATHS TO POWER SURVEY, continued 18.What business area were you in prior to business school? Finance Marketing Consulting Non-profit Other (please specify) 19. What business area are you pursuing after business school? Finance Marketing Consulting Non-profit Other (please specify) 20.Please indicate your age:
21 Appendix II - Survey Questions (con t.) PATHS TO POWER SURVEY, continued 21. Please indicate your gender: Male Female 22. Please indicate your race: White, non-hispanic African American Hispanic Asian Native American 23.Thank you for taking this survey. If you would like a chance to win a $25 itunes gift card, please fill in your information below. Note that your address will be kept confidential and will not be distributed to outside parties in any way, nor will it be associated with your survey answers.
22 Appendix III - Interview Questions PATHS TO POWER INTERVIEW Description: We are conducting a research study about how people arrive to positions of power, called paths to power. Our study explores many aspects of this topic including the characteristics and actions that help someone get to a position of power, differences between realities and expectations of paths to power, and variances in paths to power by gender. Procedure: This interview will take approximately 45 minutes. Before beginning the interview, I will ask you to sign a simple waiver form that indicates you agreed to this interview. You have the option of viewing the questions ahead of time if you so prefer. At the end of the interview, I will ask about your preferences for anonymity. This decision is entirely up to your discretion. Questions: 1. How do you define power in the workplace? 2. Please describe your path to power. 3. Please describe your education-undergraduate degree and graduate level. 4.How long after completing your latest education did you achieve a position of power as you define it?
23 Appendix III - Interview Questions (con t.) PATHS TO POWER INTERVIEW, continued 5. Thinking back on your experience, were your expectations of how you would arrive to a position of power different than the reality? What were the main differences? Can you think of a story or example from your professional experience that exemplifies this? 6.What are the major challenges you encountered along your path to power? 7.What are the characteristics that you think helped you arrive to a position of power? Please describe at least 5. (Encourage the respondent to come up with their own characteristics. If they are confused or need examples, mention characteristics such as self-confidence, fair, risk-taker, passionate, intelligent, charismatic, hard-working, etc... There is no maximum number, but please encourage the respondent to mention at least 5 characteristics.) 8.What are the different actions that you think helped you arrive to a position of power? Please describe at least 5. (Encourage the respondent to come up with their own characteristics. If they are confused or need examples, action such as building a network, finding mentors, advocating for yourself, outperforming co-workers, mentoring others, being open to opportunities, etc.. There is no maximum number, but please encourage the respondent to mention at least 5 characteristics.) 9. If you had a pie that represented how you arrived to power, would it be composed of actions and characteristics or any other factors? What other factors, specifically? If you had to allocate a percentage of this pie to all of these factors, what percentage would you allocate to characteristics, actions, and the other factors you mentioned?
24 Appendix III - Interview Questions (con t.) PATHS TO POWER INTERVIEW, continued 10. Based on your experience, do you think there is a difference in the paths to power for men and women? What has led you to believe this? Please include an example or story. 11. Do you think that the path to power for members of Generation Y will be significantly different from your path to power? How so? 12. Can you describe the impact of networking on your path to power? What kind of networking you have used and what do you think is the most effective use of networking? 13. Can you describe the impact of mentorship on your path to power? What kind of mentorship do you think is most effective? Demographic Info: Graduate Degree: take from question 3 Age: Do you mind sharing your age? Gender: The interview will be recorded using a digital voice recorder. Race Current business area: Years of experience in this area: Position title: Company:
25 Appendix IV-Power, in their own words (Interview Quotes) Generation Y What they ve (Generation Y) come to understand is as a result of technology, social marketing, and social media, is they can have power at very early ages. They know that they ultimately have the power; the question is how they choose to channel it. Power (to us) was something that came later and was assumed after years of experience. That s a real shift in the power balance. The fundamentals of the path to power don t change I interview a lot of people about hiring people and they tell me younger people don t have the work ethic we grew up with and that they are looking for the quick and easy way to the top, they want to get there fast and are not concerned with spending time in an apprenticeship. But at the end of the day the people without work ethic, smarts, creativity and knowledge will still not advance. Obstacles for Women The women I grew up with who were successful were not the cliché where they basically acted like men, but they had a tougher time. Women did not support each other in the workplace, and there weren t as many of them, so the math was against them. They had fewer mentors, and it was higher beta. There was no critical mass. Luck A good part of it (achieving power) is luck, which is why the networking is so important. If you figure that luck is nothing but a numbers game, than you got to keep throwing the dice. And throwing the dice is interacting with people, because every person either brings to you a different competency or skill that you need.
26 Appendix V Research Team Bios Lauren Rose Carrasco (ler36@georgetown.edu) Lauren worked in the nonprofit and education fields before business school. Upon graduation, she will join Deloitte as a Sr. Consultant in the human capital practice, also where she interned last summer working on training improvement with a large discount retailer. Lauren has her BA in International Affairs from George Washington University Amanda Nyberg Sisley (ans39@georgetown.edu) Amanda has worked for the past five years in a marketing capacity, on both the client and agency sides, with various packaged goods companies. After interning at Nike this past summer, she is excited to be starting as an Associate Brand Manager at MillerCoors on the Miller Lite brand. Amanda holds a BA in American Studies from Yale University. Monica Zwick Zeitlin (mlz3@georgetown.edu) Monica worked in marketing capacities at E! Entertainment Television and The Associated Press prior to business school. Upon graduation she will be an Associate Product Director for the McNeil Consumer Healthcare Division of Johnson & Johnson, where she interned this past summer. Monica graduated with a BA in French and Psychology from Washington University in St. Louis.
AFP Research Grant Report. African American Development Officers: Confronting the Obstacles and Rising Above them in the New Millennium
AFP Research Grant Report African American Development Officers: Confronting the Obstacles and Rising Above them in the New Millennium Birgit Smith Burton Why aren t there more African Americans in the
More informationAwareness and understanding of dementia in New Zealand
Awareness and understanding of dementia in New Zealand Alzheimers NZ Telephone survey May 2017 Contents Contents... 2 Key findings... 3 Executive summary... 5 1 Methodology... 8 1.1 Background and objectives...
More informationThis is copyrighted material. Women and Men in U.S. Corporate Leadership. Same Workplace, Different Realities?
Women and Men in U.S. Corporate Leadership Same Workplace, Different Realities? INTRODUCTION Although women occupy one-half (50.5 percent) of managerial and professional specialty positions in the United
More informationGE SLO: Ethnic-Multicultural Studies Results
GE SLO: Ethnic-Multicultural Studies Results Background: This study was designed to assess the following College s Ethnic/Multicultural Studies General Education SLO. Upon completion of this GE requirement
More informationTHOUGHTS, ATTITUDES, HABITS AND BEHAVIORS
THOUGHTS, ATTITUDES, HABITS AND BEHAVIORS Ellen Freedman, CLM Law Practice Management Coordinator Pennsylvania Bar Association I ve been thinking a lot lately about how we think, what we think, and what
More informationGenius File #5 - The Myth of Strengths and Weaknesses
Genius File #5 - The Myth of Strengths and Weaknesses By Jay Niblick There is a myth about strengths and weaknesses, one which states that we all naturally possess them. In reality, we don t. What we do
More informationExecutive Summary. Lupus Awareness Survey. October 2012
Executive Summary Lupus Awareness Survey October 2012 GfK Roper Public Affairs & Corporate Communications Lupus Awareness Survey October 2012 Executive Summary A recent survey of American adults conducted
More informationInterviewer: Tell us about the workshops you taught on Self-Determination.
INTERVIEW WITH JAMIE POPE This is an edited translation of an interview by Jelica Nuccio on August 26, 2011. Jelica began by explaining the project (a curriculum for SSPs, and for Deaf-Blind people regarding
More informationWhat are you like? LEARNING OUTCOMES
TOPIC 4 THEME 1 LEARNING OUTCOMES To understand that people have multi-faceted personalities To recognise that other people may have different perceptions of you than you have of yourself To talk about
More informationUNDERSTANDING CAPACITY & DECISION-MAKING VIDEO TRANSCRIPT
I m Paul Bourque, President and CEO of the Investment Funds Institute of Canada. IFIC is preparing materials to assist advisors and firms in managing effective and productive relationships with their aging
More informationKeys to Being a Successful Leader
FEDERER PERFORMANCE MANAGEMENT GROUP, LLC TRANSFORMING VISIONS INTO RESULTS WHITE PAPER Keys to Being a Successful Leader Introduction Why is it that some people are successful in leadership roles, while
More information2016 SPONSOR INFORMATION
2016 SPONSOR INFORMATION FRIDAY, OCTOBER 20, 2017 10:00 am 6:00 pm Conference Registration 4:00 pm until Hotel Check-in 6:00 pm 7:30 pm Opening Plenary Presented By: Wells Fargo 7:30 pm 8:30 pm Special
More informationWorkplace Diversity. Women of Color in the Legal Profession. March 9, 2018
Workplace Diversity Women of Color in the Legal Profession March 9, 2018 Dual Burdens of Minority Status Women of color in the legal profession are the repository for every stereotype, negative bias, and
More informationEdith T. Moricz COVER PAGE. MBA Founder & CEO of BeyondSuccessOnline.com
COVER PAGE Edith gave each of us the sense that we could go out into the world and run our own business. I liked her ability to pull the shy students out of themselves and get the most out of their participation.
More informationSURVEY ABOUT YOUR PRESCRIPTION CHOICES
Editor s Note: This online data supplement contains supplemental material that was not included with the published article by William Shrank and colleagues, Patients' Perceptions of Generic Medications,
More informationChoosing Life: Empowerment, Action, Results! CLEAR Menu Sessions. Health Care 3: Partnering In My Care and Treatment
Choosing Life: Empowerment, Action, Results! CLEAR Menu Sessions Health Care 3: Partnering In My Care and Treatment This page intentionally left blank. Session Aims: Partnering In My Care and Treatment
More informationMinnesota Cancer Alliance SUMMARY OF MEMBER INTERVIEWS REGARDING EVALUATION
Minnesota Cancer Alliance SUMMARY OF MEMBER INTERVIEWS REGARDING EVALUATION Minnesota Cancer Alliance Comprehensive Cancer Control Program P.O. Box 64882 St. Paul, MN 55164 651-201-3661 lisa.gemlo@state.mn.us
More informationQualitative and Quantitative Approaches Workshop. Comm 151i San Jose State U Dr. T.M. Coopman Okay for non-commercial use with attribution
Qualitative and Quantitative Approaches Workshop Comm 151i San Jose State U Dr. T.M. Coopman Okay for non-commercial use with attribution This Workshop This is a research skill workshop. This workshop
More informationCampaign Kick-Off Messages
SAMPLE UNITED WAY CAMPAIGN COMMUNICATIONS The following are examples of messages you can send via memos or emails to enhance your company campaign. Campaign Kick-Off Messages CEO Announcement of Campaign
More informationMONTANA S PEER NETWORK 40 HOUR PEER SUPPORT 101 TRAINING APPLICATION
MONTANA S PEER NETWORK 40 HOUR PEER SUPPORT 101 TRAINING APPLICATION APPLICANT INFORMATION INSTRUCTIONS: Please type your answers into the boxes below do not hand write your answers. The boxes will expand
More informationWOMEN S ECONOMIC EMPOWERMENT: A CALL TO ACTION FOR ONTARIO. Ontario.ca/EmpowerWomen
WOMEN S ECONOMIC A CALL TO ACTION Ontario.ca/EmpowerWomen Discussion paper: Women s Economic Empowerment A Call to Action for Ontario Women and girls are disproportionately affected by poverty, discrimination,
More informationVolunteer - Supporter. Care team
Volunteer - Supporter Care team We are Bloodwise, the largest UK blood cancer charity. Every year we stop more people dying of blood cancer and our researchers are even working to stop people developing
More informationInsight bites HEALTH AND WELLNESS IN CHINA TODAY
Insight bites HEALTH AND WELLNESS IN CHINA TODAY The following WAVEMAKER study focus on the health issues influencing 19-50-year-old Chinese consumers across 1-5 tier cities. The study includes both qualitative
More informationNEBRASKA OCA PEER SUPPORT & WELLNESS SPECIALIST TRAINING APPLICATION January 23-27, 2012, Kearney, NE
1 Fax All 7 Pages of Application to: Barb Born 402-471-7859 Or Mail All 7 Pages of Application to: Barb Born Division of Behavioral Health P.O. Box 95026 Lincoln, NE 68509 Email Assistance: Barb.Born@nebraska.gov
More information2017 Campaign Presentation Guide
2017 Campaign Presentation Guide Your step-by-step companion for presenting an effective campaign Who are you? Introduce yourself If you re a Loaned Executive briefly describe what that is and the company
More informationAn Update on BioMarin Clinical Research and Studies in the PKU Community
An Update on BioMarin Clinical Research and Studies in the PKU Community Barbara Burton, MD, Professor of Pediatrics, Northwestern University Feinberg School of Medicine, Director of PKU Clinic, Children
More informationHead Up, Bounce Back
Head Up, Bounce Back Resilience in YOUth Presented By: Kyshon Johnson, V.P. Youth M.O.V.E. Philadelphia YOUTH M.O.V.E. PHILADELPHIA We are Youth MOVE Philadelphia. We work under the City of Philadelphia
More informationTHE EMERGE SURVEY ON TAKING PART IN BIOBANK RESEARCH: VERSION A
THE EMERGE SURVEY ON TAKING PART IN BIOBANK RESEARCH: VERSION A What is this survey about? This survey is about your views on taking part in medical research. We want to understand what you think about
More informationUNDERSTANDING GIVING: ACROSS GENERATIONS
UNDERSTANDING GIVING: ACROSS GENERATIONS A REPORT OF THE COLORADO GENEROSITY PROJECT In Understanding Giving: Beliefs & Behaviors of Colorado s Donors, we explored what, how, and why Coloradans give. The
More informationSponsor Toolkit and Posting Instructions
Sponsor Toolkit and Posting Instructions What is #GoSponsorHer? #GoSponsorHer is a challenge to senior leaders to actively engage in the careers of high-potential women, to advocate for them and help them
More informationUsually we answer these questions by talking about the talent of top performers.
Have you ever wondered what makes someone a good athlete? Or a good leader? Or a good student? Why do some people accomplish their goals while others fail? What makes the difference? Usually we answer
More informationMALE LIBIDO- EBOOKLET
MALE LIBIDO- EBOOKLET Hi there, Thank you for ordering this Native Remedies ebooklet! ebooklets are modified from consultations with real people and cover some of the most frequently dealt with problems
More informationImpact Report Women s Business Leadership Center
IMPACT REPORT: WOMEN S BUSINESS LEADERSHIP CENTER Impact Report Women s Business Leadership Center Mission & Commitments The Women s Business Leadership Center is committed to cultivating confident and
More informationYou are a Thinker! You are a very
The Personality Game There is a game on Facebook that will tell you your personality type based on your feelings about a series of photographs. The premise is there are four types of people in the world
More informationThe Relationship between YouTube Interaction, Depression, and Social Anxiety. By Meredith Johnson
The Relationship between YouTube Interaction, Depression, and Social Anxiety By Meredith Johnson Introduction The media I would like to research is YouTube with the effects of social anxiety and depression.
More informationENGAGEMENT SUSANNE M. LOGSDON DHS/DIVISION OF MENTAL HEALTH, REGIONS 1 & 2 IPS TRAINER IPS SUPPORTED EMPLOYMENT
ENGAGEMENT SUSANNE M. LOGSDON DHS/DIVISION OF MENTAL HEALTH, REGIONS 1 & 2 IPS TRAINER IPS SUPPORTED EMPLOYMENT Engage verb en gage WHAT DOES IT MEAN & WHY DOES IT MATTER? : to get and keep (someone's
More informationCoach Zak Boisvert has put together some notes on the coaching philosophy of
Coach Zak Boisvert has put together some notes on the coaching philosophy of Alabama Football Coach Nick Saban. I hope the notes can have a positive impact on your program. All coaches can learn something,
More informationPublic Opinion Survey on Tobacco Use in Outdoor Dining Areas Survey Specifications and Training Guide
Public Opinion Survey on Tobacco Use in Outdoor Dining Areas Survey Specifications and Training Guide PURPOSE OF SPECIFICATIONS AND TRAINING GUIDE This guide explains how to use the public opinion survey
More informationPersonal Philosophy of Leadership Kerri Young Leaders 481
Personal Philosophy of Kerri Young Leaders 481 Leaders are architects of standards and respect. In this Personal Philosophy of summary, I will examine different leadership styles and compare my personal
More informationDEPARTMENT OF SOCIAL WORK APPLICATION TO THE B.S.W. DEGREE PROGRAM TO BECOME A SOCIAL WORK MAJOR
DEPARTMENT OF SOCIAL WORK APPLICATION TO THE B.S.W. DEGREE PROGRAM TO BECOME A SOCIAL WORK MAJOR General Information First Name Middle Name Last Name Date of Application Date of Birth Campus ID # UAM E-Mail
More informationSTARLA STILES DIRECTOR, COMMUNICATIONS
truth STARLA STILES DIRECTOR, COMMUNICATIONS THE START 1998 Master Settlement Agreement Attorney generals of 46 states vs. 4 of the largest tobacco companies 1999 Big Tobacco agreed to cease certain tobacco
More informationLPI : Leadership Practices Inventory
LPI : Leadership Practices Inventory JAMES M. KOUZES & BARRY Z. POSNER Individual Feedback Report Prepared for Amanda Lopez LPI Sample Report CONTENTS The Five Practices of Exemplary Leadership and the
More informationExploring the Role of Time Alone in Modern Culture
Article 56 Exploring the Role of Time Alone in Modern Culture Paper based on a program presented at the 2013 American Counseling Association Conference, March 20-24, Cincinnati, OH. William Z. Nance and
More informationYear Strategy. Our purpose is to end homelessness
Year Strategy 2013 2018 Our purpose is to end homelessness 5 Year Strategy 2013 2018 Our purpose is to end homelessness Our aims We want to do more for more homeless people in more places across the UK
More informationDiscovering Diversity Profile Group Report
Discovering Diversity Profile Group Report Sample Report (5 People) Friday, June 18, 2010 This report is provided by: Intesi! Resources 14230 N. 20th Way Phoenix, AZ 85022 Phone: 602-482-6422 Toll Free:
More information7 Mistakes HR Professionals Make When Accommodating Employees Living on the Autism Spectrum By Sarah Taylor
7 Mistakes HR Professionals Make When Accommodating Employees Living on the Autism Spectrum By Sarah Taylor Sarah Taylor - Next Level ASD Consulting - www.nextleveasdconsult.com 1 7 Mistakes HR Professionals
More informationRAISE ADHD AWARENESS. Planning a Walk: Expand Your Reach
RAISE ADHD AWARENESS Planning a Walk: Expand Your Reach 1 what s inside Thank you for joining us for ADHD Awareness Month! Every day, CHADD improves the lives of the 17 million children and adults in the
More informationThe Influence of Item Response on Self-Directed Search (SDS) Scores
The Influence of Item Response on Self-Directed Search (SDS) Scores 2006 National Career Development Association Global Conference July 8, 2006 Jon Shy, M.S./Ed.S. James P. Sampson, Jr., Ph.D. Robert C.
More informationMarketing the Circle of Life
Contexts 1. Self-care, wellness, health promotion 2. Life & Health Coaching 3. Living from life purpose 4. Stress management stress mastery, resiliency, reduction 5. Disease management, chronic disease
More informationTargeting Evangelism
Purpose: To increase effectiveness in targeting evangelism and initiating relationships with influencers within a selected Target Area. Objectives: 1. Be able to define Target Area and Target Audience.
More informationWOMEN AND DIABETES: UNDERSTANDING DIFFERENCES TO MAKE A DIFFERENCE
WHITE PAPER WOMEN AND DIABETES: UNDERSTANDING DIFFERENCES TO MAKE A DIFFERENCE By ANDI KRAVITZ WEISS, MPH Behaviorist Regardless of race, age, gender, ethnicity or any other demographic factor, no group
More informationIt still is, but in a different way since dementia joined our family.
You can picture the cheerleader and the football player who became high school sweethearts. She had the pom poms and he had the shoulder pads and the tough guy scowl. Well that was us, but it was so totally
More informationYC2 Is Effective in the Following Areas:
0 Youth Community Coalition Assessment The Youth Community Coalition (YC), in conjunction with the Institute of Public Policy at the, conducted a web-based survey of Coalition members to assess the benefits
More informationOur Pledge to Children in Care and Care Leavers
Our Pledge to Children in Care and Care Leavers 1 Designed and printed by Bristol City Council, Bristol Design OCTOBER 15 BD7047 Bristol Corporate Parenting Strategy The Bristol Pledge The pledge is a
More informationWhatever you think you can do or believe you can do, begin it. Action has magic, grace and power in it. - Goethe
Page 1 Action vs. Delay Whatever you think you can do or believe you can do, begin it. Action has magic, grace and power in it. - Goethe Action or the very act of "getting into motion" is extremely powerful
More informationCase study. The Management of Mental Health at Work at Brentwood Community Print
Case study The Management of Mental Health at Work at Brentwood Community Print This case study looks at how a Community Interest Company (CIC) in the printing sector has used its expertise to support
More informationWithin the few weeks I ve spent at the American Refugee Committee, I ve come to
IAFS 4930, Internship class: Sample paper for requesting general credit 3 July 2009 Within the few weeks I ve spent at the American Refugee Committee, I ve come to realize that the inner workings of an
More informationThe Conference That Counts! March, 2018
The Conference That Counts! March, 2018 Statistics, Definitions, & Theories The Audit Process Getting it Wrong Practice & Application Some Numbers You Should Know Objectivity Analysis Interpretation Reflection
More information68- Careers in Psychology 1 of 5
68- Careers in Psychology 1 of 5 Choosing My Destiny Many of the students at the school had been given intelligence tests and scored at the lowest and most handicapped level. Yet it was evident that these
More informationWhen People Explode! Crisis Intervention and De-Escalation Techniques for Everyday Survival
When People Explode! Crisis Intervention and De-Escalation Techniques for Everyday Survival Francis L. Battisti, PhD Ph: (607) 222-5768 franc@battistinetworks.com Resolve to be tender with the young, compassionate
More informationfor DUMMIES How to Use this Guide Why Conduct Research? Research Design - Now What?
EAGALA Research for DUMMIES How to Use this Guide This guide was created for the people who really want to do research, but don t know where to start. It is a general outline created so that those who
More informationEnding Stigma with Recovery Messaging
Ending Stigma with Recovery Messaging Welcome to the RecoveryU module on Ending Stigma with Recovery Messaging: How to share your story to reduce the stigma of Addiction and Recovery. By the end of this
More informationChatham. Student Survey Report 2016
Chatham Student Survey Report 2016 3/10/2017 2 Introduction The need for such a survey is clear. The drug problem and the context within which substance use and abuse occurs will not improve without intervention.
More informationBold Dreams, Bright Futures. CNIB Strategic Plan
Bold Dreams, Bright Futures CNIB Strategic Plan 2018-22 Mission To change what it is to be blind through innovative programs and powerful advocacy that enable Canadians impacted by blindness to live the
More information2017 WGVU ENGAGE I HAVE MADE A DIFFERENCE AWARDS
2017 WGVU ENGAGE I HAVE MADE A DIFFERENCE AWARDS WGVU Public Media is much more than just Television and Radio. As a Public Media Station, we are committed to offering people from all walks of life opportunities
More informationCharacter Education Framework
Character Education Framework March, 2018 Character Education: Building Positive Ethical Strength Character education is the direct attempt to foster character virtues the principles that inform decisionmaking
More informationNext, I m going to ask you to read several statements. After you read each statement, circle the number that best represents how you feel.
Participant ID: Interviewer: Date: / / The [clinic name], Devers Eye Institute, and the Northwest Portland Area Indian Health Board are doing a survey about beliefs and behaviors related to eye health
More informationUCT Conference Incoming President s Speech Delivered by UCT President Chris Phelan July 4, 2018
UCT Conference 2018 - Incoming President s Speech Delivered by UCT President Chris Phelan July 4, 2018 Change is the law of life. Those who look only to the past and present are certain to miss the future.
More informationUniontown Hospital. Strategic Thinking. The WILL s Needed To CHANGE A CULTURE The Uniontown Hospital Journey
The WILL s Needed To CHANGE A CULTURE The Uniontown Hospital Journey Presented By Steve Handy Uniontown Hospital, CEO Uniontown Hospital An Independent Community Hospital Located 50 Miles South of Pittsburgh,
More informationCATALYSTS DRIVING SUCCESSFUL DECISIONS IN LIFE SCIENCES QUALITATIVE RESEARCH THROUGH A BEHAVIORAL ECONOMIC LENS
CATALYSTS DRIVING SUCCESSFUL DECISIONS IN LIFE SCIENCES QUALITATIVE RESEARCH THROUGH A BEHAVIORAL ECONOMIC LENS JEANETTE HODGSON & SARAH SMITH DECEMBER 2017 QUALITATIVE RESEARCH THROUGH A BEHAVIORAL ECONOMIC
More informationExecutive Women s Breakfast Patient Advocacy Real Trust, Real Partnerships for Real Innovation
Executive Women s Breakfast Patient Advocacy Real Trust, Real Partnerships for Real Innovation June 15, 2010, Merck & Co. Inc. This well-attended Executive Women s Breakfast (EWB) featured an executive
More information2017 FOOD & HEALTH SURVEY A Focus on Older Adults Funded by
A Focus on Older Adults 50-80 TABLE OF CONTENTS Background & Methodology 3 Demographics 4 Healthy Eating 7 Food Confusion 23 Packaged Foods 32 Food Values 37 Background The International Food Information
More informationORGANISATIONAL BEHAVIOUR
ORGANISATIONAL BEHAVIOUR LECTURE 3, CHAPTER 6 A process through which Individuals organize and interpret their sensory impressions in order to give meaning to their environment. PERCEPTION Why is Perception
More informationCONSTITUENT VOICE FISCAL YEAR 2016 RESULTS REPORT
CONSTITUENT VOICE FISCAL YEAR 2016 RESULTS REPORT April 2015 to May 2016 INTRODUCTION At LIFT, we strongly believe our members are the experts on their own lives. And, when working with LIFT staff, they
More informationEvaluation of Grief Support Services Survey. Elective Modules and Questions
Evaluation of Grief Support Services Survey Elective Modules and Questions HOW TO USE THE EGSS SURVEY ELECTIVE MODULES AND QUESTIONS 1. Bereavement Component Modules The following modules represent various
More informationThe Role of Modeling and Feedback in. Task Performance and the Development of Self-Efficacy. Skidmore College
Self-Efficacy 1 Running Head: THE DEVELOPMENT OF SELF-EFFICACY The Role of Modeling and Feedback in Task Performance and the Development of Self-Efficacy Skidmore College Self-Efficacy 2 Abstract Participants
More informationIndividual Giving Officer
Individual Giving Officer Permanent, Full time We are Bloodwise, and we want to change the world for all blood cancer patients. Every year we stop more people dying of blood cancer and our researchers
More informationADDITIONAL CASEWORK STRATEGIES
ADDITIONAL CASEWORK STRATEGIES A. STRATEGIES TO EXPLORE MOTIVATION THE MIRACLE QUESTION The Miracle Question can be used to elicit clients goals and needs for his/her family. Asking this question begins
More informationWebinar 1 Transcript
Webinar 1 Transcript Slide 1: This is the first of a series of webinars that will provide insights, techniques, tools and resources that will help us assist our homeless veteran clients address the many
More informationApex Police Department 2016 Community Satisfaction Survey Summary
Apex Police Department 2016 Community Satisfaction Survey Summary 1 Dear Apex Community, The Apex Police Department is committed to serving our community. As a law enforcement agency, which is nationally
More informationHARRISON ASSESSMENTS DEBRIEF GUIDE 1. OVERVIEW OF HARRISON ASSESSMENT
HARRISON ASSESSMENTS HARRISON ASSESSMENTS DEBRIEF GUIDE 1. OVERVIEW OF HARRISON ASSESSMENT Have you put aside an hour and do you have a hard copy of your report? Get a quick take on their initial reactions
More informationRisk Aversion in Games of Chance
Risk Aversion in Games of Chance Imagine the following scenario: Someone asks you to play a game and you are given $5,000 to begin. A ball is drawn from a bin containing 39 balls each numbered 1-39 and
More informationEBOOK GREAT LEADERS DON T TELL YOU WHAT TO DO, THEY DEVELOP YOUR CAPABILITIES.
EBOOK GREAT LEADERS DON T TELL YOU WHAT TO DO, THEY DEVELOP YOUR CAPABILITIES. Hard to believe, but some managers don t understand how critical coaching is for development, growth, and a proactive work
More informationBLACK RESIDENTS VIEWS ON HIV/AIDS IN THE DISTRICT OF COLUMBIA
PUBLIC OPINION DISPARITIES & PUBLIC OPINION DATA NOTE A joint product of the Disparities Policy Project and Public Opinion and Survey Research October 2011 BLACK RESIDENTS VIEWS ON HIV/AIDS IN THE DISTRICT
More informationManaging Your Emotions
Managing Your Emotions I love to ask What s your story? (pause) You immediately had an answer to that question, right? HOW you responded in your mind is very telling. What I want to talk about in this
More informationContent and Communications Manager
Content and Communications Manager Maternity cover for 9 to 12 months We want to change the world for blood cancer patients. Your job is to help us have the greatest possible impact by developing and improving
More informationLEADERSHIP AND EMPOWERMENT 1
ACTION 1: Test what you have learnt about empowerment and empowering delegation with this case study. Ask yourself if you might feel empowered in this situation and if the leaders are applying the basic
More informationAttitude toward Fundraising - Positive Attitude toward fundraising refers to how fundraising is valued and integrated within an organization
Attitude toward Fundraising - Positive Attitude toward fundraising refers to how fundraising is valued and integrated within an organization We believe fundraising is an opportunity to talk personally
More information7 KEYS TO COACHING SUCCESS
7 KEYS TO COACHING SUCCESS 2005 L. Michael Hall, Ph.D. Are there any Secrets for Coaching Success? What are the prerequisites of knowledge and skill that secures a coach s success? What are the 7 keys
More informationLiving Proof Outreach Peer Specialist Volunteer Application Owner & Founder Mrs. Calendria Jones CPRS
1 of 5 PART I. TIMETABLE FOR APPLICATION PROCESS Thank you for your interest in PRS the Volunteer opportunity with Living Proof Outreach. This volunteer opportunity with assist you in gaining the 500hrs
More information16.3 Interpersonal Needs L E A R N I N G O B JE C T I V E
16.3 Interpersonal Needs L E A R N I N G O B JE C T I V E 1. Understand the role of interpersonal needs in the communication process. You may have had no problem answering the question, What are you doing?
More informationAre You a Professional or Just an Engineer? By Kenneth E. Arnold WorleyParsons November, 2014
Are You a Professional or Just an Engineer? By enneth E. Arnold November, 2014 1 What is a Professional Is a professional defined by: Level of Education Job Title Complexity of Job Description Salary Grade
More informationWellness Assessment: Examining International Students. Center for the Study of Student Life
Wellness Assessment: Examining International Students Center for the Study of Student Life February 2017 INTRODUCTION Student wellness is an essential component of academic success in higher education
More informationTALES FROM THE TOP. Ten Crucial Questions from the World s #1 Executive Coach GRAHAM ALEXANDER
TALES FROM THE TOP Ten Crucial Questions from the World s #1 Executive Coach GRAHAM ALEXANDER INTRODUCTION WHAT WILL I GET OUT OF THIS BOOK? The way you see yourself shapes your life. How you define life
More informationNOT ALONE. Coping With a Diagnosis of Facioscapulohumeral Muscular Dystrophy (FSHD)
NOT ALONE Coping With a Diagnosis of Facioscapulohumeral Muscular Dystrophy (FSHD) FOR THE NEWLY DIAGNOSED AND THEIR LOVED ONES, FROM THOSE WHO HAVE TRAVELED THIS ROAD BEFORE YOU We re not alone. We re
More informationIngredients of Difficult Conversations
Ingredients of Difficult Conversations Differing Perceptions In most difficult conversations, there are different perceptions of the same reality. I think I'm right and the person with whom I disagree
More informationWellness Assessment: Intellectual Wellness. Center for the Study of Student Life
Wellness Assessment: Intellectual Wellness Center for the Study of Student Life July 2015 INTRODUCTION Student wellness is an essential component of academic success in higher education and subsequent
More informationWill There Be a Couch? What to Expect From Counseling
Will There Be a Couch? What to Expect From Counseling Presenter Dwight Bain Dwight Bain is a trusted professional with over 25 years of experience in solving problems. He is a nationally certified counselor
More informationEMOTIONAL INTELLIGENCE TEST-R
We thank you for taking the test and for your support and participation. Your report is presented in multiple sections as given below: Menu Indicators Indicators specific to the test Personalized analysis
More informationSurgery Choices for Breast Cancer
Surgery Choices for Breast Cancer Surgery Choices for Women with DCIS or Breast Cancer As a woman with DCIS (ductal carcinoma in situ) or breast cancer that can be removed with surgery, you may be able
More information